Glass ceiling perception in terms of organizational climate and organizational citizenship behavior: An analysis on employees in accommodation businesses in Ankara

The purpose of this thesis is to examine the effects of glass ceiling perception on employees in terms of organizational climate and organizational citizenship behavior. In today's competitive conditions, intellectual capital (ideas formed in employees, processes and customers), which has a very important place, can be used by both public institutions and enterprises; it requires women to make positive discrimination in order to utilize their talents at the highest level and to create a work environment where women can balance their private lives with their jobs. The fact that women, who make up approximately half of the population, cannot participate in the top management can be considered as one of the serious obstacles in the development of countries. Because there are women in management levels; It increases productivity with the increase of creativity and innovation, and consequently improves the corporate-country image. The self-confidence of women who have gained status with the power of the economy also increases. Women contribute to their families' economic income by gaining their economic independence. The income earned by the family of working women also increases the living standards of the woman and her family. It is expressed as necessary basic behaviors in order to benefit the efficiency of the company and the performance of the company and to provide a competitive advantage over the competitors. According to the results of the regression analysis, organizational climate has a negative effect on glass ceiling syndrome, when the organizational climate increases by 1 unit, Glass Ceiling Syndrome decreases by 0.099 units. In other words, the organizational climate negatively affected the glass ceiling syndrome by 9.9%. In addition, according to the regression equation, organizational climate has a positive effect on organizational citizenship behavior, when the organizational climate increased by 1 unit, organizational citizenship behavior increased by 0.343 units. On the other hand, according to the regression equation; Organizational citizenship behavior had a positive effect on the organizational climate, when organizational citizenship behavior increased by 1 unit, it increased by 0.796 units in the organizational climate.